CHAPTER - I

INTRODUCTION

1
INTRODUCTION

Job satisfaction describes how contented an individual is with his or her job. Job satisfaction may
be defined as an attitude or feeling that helps in maintaining morale in any industry or organisation. It
is a general perception that a person is satisfied if he gets something additional and significant for the
work he does. Job satisfaction is a positive feeling about one’s job resulting from an evaluation of its
characteristics. Job satisfaction is in regard to one’s feelings or state-of-mind regarding the nature of
their work.

Satisfaction with various facets of the job directly and positively influences different dimensions
of organizational commitment. Job satisfaction is a very important attitude which is frequently
measured in organizations. It is an undeniable fact that the future business enterprise depends upon the
satisfaction level of its workforce.

Attracting the most qualified employees and matching them to the jobs for which they are best
suited is important for the success of any organisation. The all around acceptance of the concept job
satisfactions has been mainly due to the need to provide a better life for the workers. Job Satisfaction
motivates them to increase the production and also to achieve the objectives of the company.

Job satisfaction can be defined as a collection of feelings that an individual holds toward his or
her job. Jobs require interaction with co-workers and bosses, following organisational rules, procedures
and policies, meeting performance standards, living with working conditions that are often less than
ideal. This means that an employee’s assessment of how satisfied or dissatisfied he or she is with his or
her job is a complex summation of a number of discrete job elements.

Satisfied employees would seem more likely to talk positively about the organisation, help
others, and go beyond the normal expectations in their job. Moreover, satisfied employees might be
more prone to go beyond the call of duty because they want to reciprocate their positive experiences.

With so many organizations undergoing significant changes in today’s competitive environment,

employee dissatisfaction is a frequent occurrence. When dissatisfaction occurs, stability and
organizational success are threatened. For any organisation seeking to improve processes, customer
service or grow in profitability, understanding and enhancing employees satisfaction can benefit both
employees and employer.

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 PROBLEM DEFINITION

One of the main roles of Human Resources (HR) departments is to ensure that employees are
sufficiently satisfied with their jobs. Typically, research has shown that satisfied employees or
corporations are thought to be more productive. On the other hand, if workers are dissatisfied with their
jobs, they are thought to be less productive and more prone to absenteeism and turnover. So HR
departments need to measure employee job satisfaction and examine the correlations between these
three variables (productivity, absenteeism, and turnover) with regard to possible extraneous variables.

Aparna Paper Processing Industry Pvt. Ltd is hired by a medium-sized financial firm to conduct a
survey addressing these topics. The survey, which is administered to the entire worker population,
quantifies job satisfaction and employee. The general job satisfaction feedback will help HR in
identifying the percentage of satisfied employees and the percentage satisfied in the areas of
compensation, benefits, training, and supervisor relations.

OBJECTIVES OF THE STUDY

1. To study the job satisfaction level among the employees in Aparna Paper Processing Industry Pvt. Ltd.
2. To find out the perception of employees towards the various policies like leave, insurance,
working hours etc.
3. To examine the impact of leardership and Management styles on job satisfaction among Aprna
Paper Processing employees.
4. To identify the key factors influencing job satisfaction in Aprna Paper Processing Pvt. Ltd.
5. To analyze realtionship between compensation & job satisfaction in Aprna Paper Processing Pvt. Ltd.

RESEARCH METHODOLOGY

Fundamental to the success of any formal research project is a sound research design. A good
research design has the characteristics of problem definition, specific methods of data collection and
analysis, time required for research project and estimate of expenses to be incurred. The function of a
research design is to ensure that the require data are collected accurately and economically. A research
design is purely and simply the framework or plan for an analysis of data. It is a blue print that is
3
followed

4
 in completing a study. It resembles the architect`s blue-print (map) for constructing a house. It may be
worthwhile to mention here that a research design is nothing more than the framework for the study
ensures that the study will be relevant to the problem and the study will employ economical procedures.
Claire Seltizetal defines Research Design as “Research design is a catalogue of the phases and
facts relating to the formulation of a research effort. It is the arrangement of collection and analysis of
data in a manner that aims to combine relevant to the research purpose with economy in procedure”.
Three important about research design are
1. The design of investigation should stem from the problem
2. Whether the designs are productive in a given problem setting depends on how
imaginatively they are applied. An understanding of the basic design is needed so that they
can be modified to suit specific purpose
3. The three basic designs are as follows
i. Exploratory Research design
ii. Descriptive Research design
iii. Casual Research design
The Research design used in the study is descriptive research design.

RESEARCH DESIGN

Descriptive research design is also called explanatory design. This is the one that simply
describes something such as demographic characteristics. The descriptive study is typically concerned
with determining frequency with which something occurs or how two variables vary together.

SAMPLE SIZE

It refers to the number of elements of the population to sample. The sample size chosen for the
survey is 110.

SOURCES OF DATA

Data sources are of two types through which data is collected. Data sources may be classified as
1. Primary data
2. Secondary data

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DATA COLLECTION METHOD
The method used for data collection was “Questionnaire method” that is structured one. The
words used were simple and helps in avoiding confusion and misinterpretation among the respondents.

Questionnaire

A questionnaire is simply a formalized schedule to obtain record specified and relevant

information with tolerable accuracy and completeness. Questionnaire is the source of data collection.
The questionnaire is prepared with suitable questions and distributed among the company’s employees.

SCOPE OF THE STUDY

• Employee satisfaction is used to help better performance.

• It is a motivating drive for the employees to work.

• It helps the employees to stay loyal to the company.

• It encourages employees to work hard for better business results.

• It helps the company to get the feedback from the employees in order to understand their needs.

TOOLS FOR ANALYSIS

Statistical Package for the Social Science (SPSS TOOL)

SPSS (Statistical Package for the Social Sciences) is a software program used by researchers in
various disciplines for quantitative analysis of complex data.

HYPOTHESIS FOR THE STUDY

 Hypothesis (Ho1): There is no relationship between qualification and period of service.

 Hypothesis (Ho2): There is positive relationship between personal life and work life is
balanced and personal problems don’t affect work at Aparna Paper Processing Industry Pvt.
Ltd.
 Hypothesis (Ho3): There is no significance difference between level of employment and
performed well and can count on being promoted.

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ANALYSIS USING KARL PEARSON’S CORRELATION

Correlation analysis is the statistical tool used to measure the degree to which two variables are
linearly related to each other. Correlation measures the degree of association between two variables.
The Pearson product-moment correlation coefficient is a measure of the strength and direction of
association that exists between two variables measured on at least an interval scale. It is denoted by the
symbol r.

𝐍∑𝐗𝐘−∑𝐗∑𝐘
𝒓= 𝟐 𝟐
√𝐍∑𝐗 −(∑𝐗)²√𝐍∑𝐘 −(∑𝐘)²

CHI- SQUARE TEST I – (Ψ2)

A chi-squared test, also referred to as chi-square test or χ2 test, is any statistical hypothesis test
in which the sampling distribution of the test statistic is a chi-squared distribution when the null
hypothesis is true, or any in which this is asymptotically true, meaning that the sampling distribution (if
the null hypothesis is true) can be made to approximate a chi- squared distribution as closely as desired
by making the sample size large enough.
The χ2 test was first used by Karl Pearson in the year 1980. The quantity χ2 describes the magnitude of
the discrepancy between theory and observation.
It is calculated using:

χ² = Σ [( 𝐎𝒊 − 𝐄𝒊) / 𝐄𝒊 ]with (n - 1) degrees of freedom.

2

Where, 𝐎𝒊 refers to the observed frequency & 𝐄𝒊 to the expected

frequencies. χ² was used as a test of independence and goodness of fit.

ONE WAY ANOVA

The ANOVA tests the null hypothesis that samples in two or more groups are drawn from
populations with the same mean values. To do this, two estimates are made of the population variance.
The ANOVA produces an F-statistic, the ratio of the variance calculated among the means to the
variance within the samples. If the group means are drawn from populations with the same mean
values, the variance between the group means should be lower than the variance of the samples,
following the central limit theorem. A higher ratio therefore implies that the samples were drawn from

7
populations with different mean values.

8
SIMPLE PERCENTAGE ANALYSIS

Percentages refer to a special kind of ratio. Percentages are used in making comparison between
two or more series of data. Percentages are used to describe relationships, it is expressed as.

Percentage = (no of employees/total no of employees) 100

CHARTS

Charts are graphic displays of data for easy understanding of relative positions that is not
always possible with descriptive words or numbers. Types of charts commonly used in business data
presentation are: Bar and pie.

BAR CHARTS
The bar chart is commonly used for presentation of qualitative data. The data can be continuous
or discrete data, which are plotted against discrete data intervals. The vertical bar diagram, also called
bar chart where the length or height of bars represent the numerical value of the event or measurement.

LIMITATIONS OF THE STUDY

1. Time is one major constraint, which limits the effective data collection.

2. Non-availability of data collection from all employees of Aparna Paper Processing Industry Pvt.
Ltd

3. The sample size is only 110 so the sample may not be truly representative of the total population

4. Reliability and accuracy of the analysis depends on the respondents’ openness and trueness
towards each question in the questionnaire.

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CHAPTERIZATION

Chapter 1

It contains an introduction to the study, research problem, objectives, research of the study,
research methodology of the study, scope of the study, limitations of the study.

Chapter 2

It contains Review of Literature.

Chapter 3

It contains company profile and theoretical framework

Chapter 4

It contains data analysis and interpretations.

Chapter 5

It contains my findings, suggestions, conclusions.

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 CHAPTER – II
REVIEW OF LITERATURE

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REVIEW OF LITERATURE

N. L. M. Bokti, M. A. Talib, (2009), described that the Job satisfaction and occupational stress
both indicate workers‘ appraisal towards the workplace and work itself. Thus, it is important to
have valid measure of job satisfaction and occupational stress. Data were collected using a
selfadministered questionnaire, the Job Satisfaction Survey (September, 1985) and Job Related
Tension Index (JRTI; Kahn et al., 1964). They established preliminarily internal consistency
using Cronbach alpha values for both instruments. Additionally, they determined the level of
occupational stress, job satisfaction and relationship between occupational stress and job
satisfaction facets. Collectively, results provided evidence that both instruments were reliable in
the Malaysian military setting context.

Costen, WM & Salazar, J (2011), carried out a study to explore the relationship between
employee job satisfaction and intent to stay in the organization. Similarly, recent research in the
area of human resources has focused on the impact of human resources practices on various
organizational outcomes. In this study the authors explore the relationship between training and
development, and employee job satisfaction, loyalty, and intent to stay in four lodging properties
in the United States. Results indicate that employees who perceive they have the opportunity to
develop new skills are more satisfied with their jobs, more loyal, and more likely to stay with the
organization.

Lumley (2011), The objective of the study was to explore the relationship between employees
job satisfaction (as measured by the Job Satisfaction Survey) and organisational commitment (as
measured on the Organisational Commitment Scale). A cross-sectional survey was conducted on
a convenience sample of 86 employees at four information technology companies in South
Africa. Correlational and stepwise regression analyses revealed a number of significant
relationships between the two variables. The findings add new knowledge that can be used to
improve organisational practices for the retention of valuable staff members in the information
technology environment.

Mudor and Tookson (2011), discusses about the link between human resource
management practices, job satisfaction and finallythe turnover. Supervision, training and
pay practices which are the three variables in HRM Practices are very adversely

12
associatedwith job

13
satisfaction. Effective jobs help in achieving job satisfaction with continuous training and
good pay. Job satisfaction isdirectly related to turnover.

Dizgah, MR (2012), aim to study the job satisfaction and job performance in Guilan public
sector. The method is correlative and population size is according to budgeting and planning
statistic annals of 2009 include 6863 individuals. Sample size is 323 and selected by available
non- probable samples. Data were collected by questionnaire and Cronbach's alpha coefficient
was used. Results show that there is a meaningful relationship between job satisfaction In-role
performance and innovative job performance and findings are in accordance with previous
researches.

Emami, M (2012), this study investigated the relationship between job satisfaction, job
involvement, and organizational commitment among lower-level employees. Job satisfaction and
job involvement were used as independent variables in the study while organizational
commitment was used as the dependent variable. Data was gathered from a random sample of
100 lower-level employees of the company concerned. The results indicated that though both job
satisfaction and job involvement are strongly associated with organizational commitment, job
satisfaction accounts for a higher proportion of variance in organizational commitment than job
involvement. Intrinsic job satisfaction, extrinsic job satisfaction, and overall job satisfaction were
found to be significantly and highly inter-correlated, an indication that they are all equally
associated with organizational commitment. The paper therefore recommends that managers
must do all in their power to promote job satisfaction and job involvement in their companies,
but especially job satisfaction.

FawadLatif, K (2013), the researcher have identified that the training received by employees
contributes in achievement of job satisfaction. Various facets of overall job satisfaction were
found to have a significant positive association with each other that results in a significant
association between overall training satisfaction and employee development aspect of job
satisfaction. The Study identifies a necessary ingredient to the creation of job satisfaction among
employees in a business world driven by learning and sharing of information. The research
highlights the needs of business to concentrate on building employee capacity and focusing on
employee development to attain job satisfaction and creation of competitive advantage for the
business organization.

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Maurya&Kaushik (2013), this research study dealt with problems of public sector employee on
the job training from the job satisfaction point of view in the present Indian scenario, where the
public sector and the private sector are in a neck to neck competition. This study examines the
level of job satisfaction and its strategic implementation and implications towards the retention
of the employees and the development human resources of the organization in particular and the
society in general. In this study, our central attention has been made to find scores on job
satisfaction index (JSI) for employees of all cadres-officers, supervisors and workers of a public
sector organization.

Susanty (2013), the researchers have investigated to find out that job satisfaction is a
pleasurable or positive emotional state resulting from the appraisal of one's job and job
experiences. Data used in this study was primary data which were collected through closed
questionnaires with 1-5 Likert scale. Research carried out by using Structural Equation Modeling
(SEM) which was run by AMOS 20.0 program. The results of this study showed that attitude
towards work have positive but not significant effect to job satisfaction and employee
performance. Different with attitude towards work, the organization's commitment has positive
and significant effect on job satisfaction and employee performance at PT. Intech. It means every
improvement in organization's commitment has a positive effect toward job satisfaction and
employee performance at PT. Intech.

Singh & Jain (2013), highlights on employees job satisfaction and its impact on their
performance. Employees’ attitude reflects the moral of the company. Happy employees play an
important role in the areas of customers’ service and sales as they are the one to interact with the
customer on a daily basis. Work environment is the key factor in job satisfaction. Good work
environment and good working conditions leads to job satisfaction at the same time helps in
increasing employee work performance, profitability, customer satisfaction as well as retention.

Aristovnik (2014), discusses influence of organizational and environmental factors on employee

job satisfaction. The policeemployees rated salary and security as the least motivator and support
from the management as high. Police employees rate trustand belongingness as the key factor to
job satisfaction.

Bellary (2015), in their paper attempted to find the impact of Information Communication and
Technology (ICT) on the job satisfaction among library professionals of the Narsee Monjee
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Institute of Management Studies (NMIMS) Deemed University .The present study targeted 13
library professionals. It is found that majority of the respondents were required training on latest
developments in the library field.

Lambert, Quresh, Hogan, Klahm, Smith and Frank (2015), carried out a study to examine the
association of job variables with job involvement, job satisfaction, and organizational
commitment among Indian police officers. Using a clustered random sample of 827 police
officers who were surveyed in two districts in the state of Haryana in the Republic of India, and
an ordinary least square regression analysis, they established that there is a significant relationship
between employee training and job satisfaction.

Marrut Manistitya & Wanno Fongsuwan (2015),in their article determined how human
resource management, job satisfaction and employee commitment affect staff turnover intention.
Using quantitative research methods, 220 IT professionals were surveyed with qualitative
analysis being conducted with Partial Least Square (PLS-Graph). The findings from this study
found that if an organization has good human resource management systems and policies, this
will result in information technology professionals being satisfied in their work which leads to
employees being committed to their work and loyal to the organization. This will therefore,
result in a reduction in turnover intention.

Wang, Wei & Zhang, Yi, (2015), they developed a research model to examine the relationship
between employee users‟ satisfaction with information and communication (ICTs) and job
satisfaction. Based on an online survey of 229 employee users of ICTs, this study finds that job
fit positively moderates the impact of IT satisfaction on job satisfaction. Also, the results
approve the mediating effect of both job fit and professional fit. This study contributes to IT
performance literature by moving beyond researchers‟ focus on IT-related outcomes, such as
employee user satisfaction, to broader job-related outcomes.

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 CHAPTER – III
COMPANY PROFILE AND
THEORETICAL FRAMEWORK

17
COMPANY PROFILE
Aparna Paper Processing Industry Pvt Ltd is an unlisted private company incorporated on 15
October, 1980. It is classified as a private limited company and is located in , Sedarapet, Puducherry.
It's authorized share capital is INR 1.05 cr and the total paid-up capital is INR 1.03 cr.

Aparna Paper Processing Industry's operating revenues range is INR 100 cr - 500 cr for the
financial year ending on 31 March, 2022. It's EBITDA has decreased by -113.89 % over the previous
year. At the same time, it's book networth has decreased by -3.17 %.

Description: The company's line of business includes the manufacturing of paperboard mills.

Products & Services:

 Bathing Soap Wrapper

 Detergent Soap Wrapper

 Herbal Soap Wrapper

 Beauty Soap Wrapper etc.

Category: Manufacturer

The current status of Aparna Paper Processing Industry Pvt Ltd is - Active.

The last reported AGM (Annual General Meeting) of Aparna Paper Processing Industry Pvt Ltd,
per our records, was held on 26 September, 2022. Also, as per our records, its last balance sheet was
prepared for the period ending on 31 March, 2022.

Aparna Paper Processing Industry Pvt Ltd has seven directors - Pavan Kumar Manchiraju,
Philipp Kreuch, and others.

Here is a summary of financial information of APARNA PAPER PROCESSING INDUSTRY

PVT LTD for the financial year ending on 31 March, 2022.

 Revenue / turnover of APARNA PAPER PROCESSING INDUSTRY PVT LTD is INR 100 cr
- 500 cr
 Net worth of the company has decreased by -3.17 %
 EBITDA of the company has decreased by -113.89 %

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  Total assets of the company has increased by 1.06 %
 Liabilities of the company has increased by 18.42 %

Operating Revenue INR 100 cr - 500 cr

EBITDA -113.89 %
Networth -3.17 %
Debt/Equity Ratio 0.00
Return on Equity -3.28 %
Total Assets 1.06 %
Fixed Assets 9.36 %
Current Assets 0.48 %
Current Liabilities 18.42 %
Trade Receivables 22.35 %
Trade Payables 32.81 %
Current Ratio 2.50

THEORETICAL FRAMEWORK

Job satisfaction refers to an individual’s complex attitude towards his job. It is a pleasurable
emotional state resulting from the appraisal of one’s job as achieving as facilitating the achievement of
one’s job value. According to Vroom (1964) the term ‘job’ refers to workers’ immediate work task and
work role in a particular work organisation. As a generic concept, satisfaction may be described in a
behavioural perspective. Individual or organisational behaviour is believed to be goal directed. Each
human action has a primary motivation and most actions are attempts to maximise satisfaction by
fulfilling multiple motivations, some of which are identified by Maslow (Maslow, 1943).

Accordingly the meaning of satisfaction in common usage, satisfaction occurs when one gets
what he needs, desires, wants, expects, deserves or deems to be his entitlementEmployee satisfaction is
a measure of how happy workers are with their job and working environment. Keeping morale high
among workers can be of tremendous benefit to any company, as happy workers will be more likely to
produce more, take fewer days off, and stay loyal to the company.

Work efficiency is more important in any business. Dissatisfied workforces cause immediate
problems to their particular business. However, if these problems are left inadequately attended they
have a tendency to spiral out including other businesses, industries and regions harming

19
relationships,

20
productivity, profits and finally also in the creation of national wealth. Increase in Job Satisfaction is
one way to improve the work efficiency.

According to Hoppock (1935), “Job satisfaction is any combination of psychological,

physiological and environmental circumstances that cause a person truthfully say Iam satisfied with my
job”. Such a description indicates the variety of variables that influence job satisfaction. Blum (1968)
conceptualised job satisfaction as “an attitude which results from a balancing and summation of many
specific likes and dislikes experienced in connection with the job”.

Vrom (1964) observes that job satisfaction is, “the positive orientation of an individual
towards all aspect of the work situation”. Locke (1969) defines job satisfaction as a “pleasurable or
positive emotional state resulting from the appraisal of one’s or job experiences”. On the basis of these
definitions it may be concluded that job satisfaction is a complex set of variables governed to a large
extent by perception and expectations of the employees. In the present study, job satisfaction is
conceptualised as, “a positive attitude or a pleasurable emotional state which results from specific work
related experiences”.

NEED AND IMPORTANCE OF JOB SATISFACTION

 It is said that satisfied employee is a productive employee, any kind of grievance relating to
organizational or personal to a greater extent influence on the job.
 So, every organization is giving higher priority to keep their employees with satisfaction by
providing several facilities which improves satisfaction and which reduces dissatisfaction.
 Job satisfaction is considered as a key issue by the entrepreneur where efforts are taken and
programs are initiated.
 If an employee is not satisfied with the job there are chances for absenteeism, low turnover,
lower productivity, committing of mistakes, diverting energy for different types of conflicts
keeping this thing in view all organizations are trying to identify the areas where satisfaction to
be improved to get out of the above dangers.

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 CHAPTER - IV
DATA ANALYSIS AND
INTERPRETATION

22
DATA ANALYSIS AND INTERPRETATION

SIMPLE PERCENTAGE ANALYSIS

TABLES, CHARTS WITH INFERENCE

TABLE: 1 GENDER

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Male 68 62

Female 42 38

Total 110 100

CHART: 1

INTERPRETATION:

From the above table it can be interpreted that 62% of the respondents are male and 38% of
the respondents are female.

Most of the respondents are male.

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TABLE: 2 AGE

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Less than 30
33 30

30 to 35
24 22

36 to 40
31 28

Above 40
22 20

Total
110 100

CHART: 2

INTERPRETATION:

From the above table it can be interpreted that 30% of the respondents have belonged to
the age group less than 30 years and 28% of the respondents are belong to the age group between
36 to 40 years.

Most of the respondents belong to the age group between less than 30 years.

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TABLE: 3 QUALIFICATION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Diploma
22 20

UG
55 50

PG
11 10

Professional
22 20

Total
110 100

CHART: 3

INTERPRETATION:

From the above table it can be interpreted that 50% of the respondents are undergraduates
and 20% of the respondents are diploma and professionals.

Most of the respondents are undergraduates.

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TABLE: 4 PERIOD OF SERVICE

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Less than 3 years 36 33

3-5 years 42 38

Greater than 5 years 32 29

Total
110 100

CHART: 4

INTERPRETATION:

From the above table it can be interpreted that 38% of the respondents are working in the
Aparna Paper Processing Industry Pvt. Ltd 3-5 years and 33% of the respondents are working in
the Aparna Paper Processing Industry Pvt. Ltd less than 3 years.

Most of the respondents are working in the Aparna Paper Processing Industry Pvt. Ltd 3-5
years.

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TABLE: 5 SALARY RANGE

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Less than 20000

33 30

20000-25000
24 22

25001-30000
31 28

Above 30000
22 20

Total
110 100

CHART: 5

INTERPRETATION:

From the above table it can be interpreted that 30% of the respondents are getting salary less
than 20000 and 28% of the respondents are getting salary from 25001 to 30000.

Most of the respondents are getting salary less than 20000.

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TABLE: 6 LEVEL OF EMPLOYMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Junior level 42 38

Middle level 36 33

Senior level 32 29

Total
110 100

CHART: 6

INTERPRETATION:

From the above table it can be interpreted that 38% of the respondents are working as a
junior level employee and 33% of the respondents are working as a senior level employee.

Most of the respondents are working as a junior level employee.

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TABLE: 7 SATISFIED WITH THE WORK ENVIRONMENT IN THE ORGANIZATION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree
11 10

Agree
55 50

Neutral
33 30

Disagree
7 6

Strongly Disagree
4 4

Total
110 100

CHART: 7

INTERPRETATION:

From the above table it can be interpreted that 50% of the respondents say agree that they
satisfied with the work environment in their organization and 30% of the respondents say either
agree are disagree that they satisfied with the work environment in their organization.

Most of the respondents say agree that they satisfied with the work environment in their
organization.

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TABLE: 8 CONTRIBUTE TO ORGANISATION’S MISSION AND VISION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 29 26

Agree 37 34

Neutral 20 18

Disagree 17 15

Strongly Disagree 7 7

Total 110 100

CHART: 8

INTERPRETATION:

From the above table it can be interpreted that 34% of the respondents are agreeing that they
feel their contribution to the organization’s mission and vision and 26% of the respondents are
strongly agreeing that they feel their contribution to the organization’s mission and vision.

Most of the respondents are agreeing that they feel their contribution to the organization’s
mission and vision.

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TABLE: 9 GIVEN ENOUGH AUTHORITY TO MAKE DECISIONS WHICH ARE
TAKEN AT EMPLOYEE LEVEL

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 0 0

Agree 45 41

Neutral 41 37

Disagree 24 22

Strongly Disagree 0 0

Total 110 100

CHART: 9

INTERPRETATION:

From the above table it can be interpreted that 41% of the respondents are agreeing that the
Aparna Paper Processing Industry Pvt. Ltd given enough authority to make decisions which are
taken at their level and 37% of the respondents are either agreeing or disagree that the Aparna
Paper Processing Industry Pvt. Ltd given enough authority to make decisions which are taken at
their level.

Most of the respondents are agreeing that the Aparna Paper Processing Industry Pvt. Ltd
given enough authority to make decisions which are taken at their level.

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TABLE: 10 PERFORMED WELL AND CAN COUNT ON BEING PROMOTED

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 9 8

Agree 68 62

Neutral 33 30

Disagree 0 0

Strongly Disagree 0 0

Total 110 100

CHART: 10

INTERPRETATION:

From the above table it can be interpreted that 68% of the respondents are agreeing that they
performed well and they can count on being promoted and 30% of the respondents are either
agreeing or disagree that they performed well and they can count on being promoted.

Most of the respondents are agreeing that they performed well and they can count on being
promoted.

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TABLE: 11 BELIEVES JOB IS SECURE

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 0 0

Agree 42 38

Neutral 46 42

Disagree 13 12

Strongly Disagree 9 8

Total 110 100

CHART: 11

INTERPRETATION:

From the above table it can be interpreted that 42% of the respondents are either agreeing or
disagree that they believe their job is secured and 38% of the respondents are agreeing that they
believe their job is secure.

Most of the respondents are either agreed or disagree that they believe their job is secure.

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TABLE: 12 FEELS AS A PART OF TEAM WORKING TOWARDS SHARED GOALS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 46 41

Agree 39 36

Neutral 25 23

Disagree 0 0

Strongly Disagree 0 0

Total 110 100

CHART: 12

INTERPRETATION:

From the above table it can be interpreted that 41% of the respondents strongly agree that
they feel as a part of a team working towards shared goals and 36% of the respondents are
agreeing that they feel as a part of a team working towards shared goals.

Most of the respondents strongly agree that they feel as a part of a team working towards
shared goals.

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TABLE: 13 FEELS WORK IS VALUED AT THE APARNA PAPER PROCESSING
INDUSTRY PVT. LTD AND SOCIETY

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 27 41

Agree 30 23

Neutral 45 36

Disagree 0 0

Strongly Disagree 8 8

Total 110 100

CHART: 13

INTERPRETATION:

From the above table it can be interpreted that 41% of the respondents strongly agree that
they feel their work is valued at the Aparna Paper Processing Industry Pvt. Ltd and society and
36% of the respondents are either agreeing or disagree that they feel their work is valued at the
Aparna Paper Processing Industry Pvt. Ltd and society.

Most of the respondents strongly agree that they feel their work is valued at the Aparna Paper
Processing Industry Pvt. Ltd and society

35
TABLE: 14 GIVEN ENOUGH RECOGNITION BY MANAGEMENT FOR THE WORK
THAT IS WELL DONE

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 35 32

Agree 52 47

Neutral 21 19

Disagree 2 2

Strongly Disagree 0 0

Total 110 100

CHART: 14

INTERPRETATION:

From the above table it can be interpreted that 47% of the respondents are agreeing that the
organization given enough recognition for the work well done by the workers and 32% of the
respondents are strongly agreeing that the organization given enough recognition for the work
well done by the workers.

Most of the respondents are agreeing that the organization given enough recognition for the
work well done by the workers.

36
TABLE: 15 COMMUNICATION FROM THE MANAGEMENT ARE FREQUENT
ENOUGH AND TRANSPARENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 0 0

Agree 2 2

Neutral 36 32

Disagree 53 47

Strongly Disagree 21 19

Total 110 100

CHART: 15

INTERPRETATION:

From the above table it can be interpreted that 47% of the respondents are disagreeing that
the communication from the management are frequent enough and transparent and 32% of the
respondents are either agreeing or disagree the communication from the management are
frequent enough and transparent.

Most of the respondents are disagreeing that the communication from the management are
frequent enough and transparent.

37
TABLE: 16 QUALITY SERVICE IS A TOP PRIORITY AT THE APARNA PAPER
PROCESSING INDUSTRY PVT. LTD

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 31 28

Agree 56 51

Neutral 23 21

Disagree 0 0

Strongly Disagree 0 0

Total 110 100

CHART: 16

INTERPRETATION:

From the above table it can be interpreted that 51% of the respondents are agreeing that the
quality service is a top priority at the Aparna Paper Processing Industry Pvt. Ltd and 28% of the
respondents are strongly agreeing that the quality service is a top priority at the Aparna Paper
Processing Industry Pvt. Ltd.

Most of the respondents are agreeing that the quality service is a top priority at the Aparna
Paper Processing Industry Pvt. Ltd.

38
TABLE: 17 SUPERIOR TREATS FAIRLY AND GIVES ADEQUATE SUPPORT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 9 8

Agree 59 54

Neutral 33 30

Disagree 9 8

Strongly Disagree 0 0

Total 110 100

CHART: 17

INTERPRETATION:

From the above table it can be interpreted that 54% of the respondents are agreeing that
their superior treats them fairly and gives adequate support and 30% of the respondents are either
agreeing or disagree that their superior treats them fairly and gives adequate support.

Most of the respondents are agreeing that their superior treats them fairly and gives adequate
support.

39
TABLE: 18 INITIAL TRAINING PROVIDED BY APARNA PAPER PROCESSING
INDUSTRY PVT. LTD IS MUCH ENOUGH FOR DOING JOB WELL

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 24 22

Agree 45 41

Neutral 35 32

Disagree 6 5

Strongly Disagree 0 0

Total 110 100

CHART: 18

INTERPRETATION:

From the above table it can be interpreted that 41% of the respondents are agreeing that the
initial training provided by the Aparna Paper Processing Industry Pvt. Ltd is much enough for
doing their job well and 32% of the respondents are either agreeing or disagree that the initial
training provided by the Aparna Paper Processing Industry Pvt. Ltd is much enough for doing
their job well.

Most of the respondents are agreeing that the initial training provided by the Aparna Paper
Processing Industry Pvt. Ltd is much enough for doing their job well.

40
TABLE: 19 FEEL SALARY IS FAIR FOR RESPONSIBILITIES

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 9 8

Agree 33 30

Neutral 60 55

Disagree 8 7

Strongly Disagree 0 0

Total 110 100

CHART: 19

INTERPRETATION:

From the above table it can be interpreted that 55% of the respondents are either agreeing or
disagree that they feel their salary is fair for their responsibilities and 30% of the respondents are
agreeing that they feel their salary is fair for their responsibilities.

Most of the respondents are either agreeing or disagreeing that they feel their salary is fair for
their responsibilities.

41
TABLE: 20 HAPPY WITH THE WORKING HOURS IN THE APARNA PAPER
PROCESSING INDUSTRY PVT. LTD

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree
33 30

Agree
55 50

Neutral
11 10

Disagree
7 6

Strongly Disagree
4 4
Total 110 100

CHART: 20

INTERPRETATION:

From the above table it can be interpreted that 50% of the respondents are either agreeing
that they happy with the working hours in the Aparna Paper Processing Industry Pvt. Ltd
responsibilities and 30% of the respondents are strongly agreeing that they happy with the
working hours in the Aparna Paper Processing Industry Pvt. Ltd.Most of the respondents agree
that they happy with the working hours in the Aparna Paper Processing Industry Pvt. Ltd.

42
TABLE: 21 PERSONAL LIFE AND WORK LIFE IS BALANCED

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 29 26

Agree 37 34

Neutral 20 18

Disagree 17 15

Strongly Disagree 7 7

Total 110 100

CHART: 21

INTERPRETATION:

From the above table it can be interpreted that 34% of the respondents are agreeing that
their personal life and work life is balanced and 26% of the respondents are strongly agreeing
that their personal life and work life is balanced.

Most of the respondents agree that their personal life and work life is balanced.

43
TABLE: 22 HAPPY WITH THE REWARD SYSTEM FOLLOWED IN ORGANIZATION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 0 0

Agree 0 0

Neutral 33 30

Disagree 69 63

Strongly Disagree 8 7

Total 110 100

CHART: 22

INTERPRETATION:

From the above table it can be interpreted that 69% of the respondents are disagreeing that
they happy with the reward system followed in their organization and 33% of the respondents are
either agreeing or disagree that they happy with the reward system followed in their organization.

Most of the respondents say disagree that they happy with the reward system followed in
their organization.

44
TABLE: 23 SATISFIED WITH THE INSURANCE POLICIES IN THE ORGANIZATION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 6 5

Agree 12 11

Neutral 4 4

Disagree 51 46

Strongly Disagree 37 34

Total 110 100

CHART: 23

INTERPRETATION:

From the above table it can be interpreted that 46% of the respondents are disagreeing that
they satisfied with the insurance policies in the organization and 34% of the respondents are
strongly disagreeing that they satisfied with the insurance policies in the organization.

Most of the respondents say disagree that they satisfied with the insurance policies in the
organization.

45
TABLE: 24 LEAVE POLICIES AND DISABILITY BENEFITS ARE GOOD

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 29 26

Agree 37 34

Neutral 20 18

Disagree 17 15

Strongly Disagree 7 7

Total 110 100

CHART: 24

INTERPRETATION:

From the above table it can be interpreted that 34% of the respondents are agreeing that
leave policies and disability benefits are good and 26% of the respondents are strongly agreeing
that leave policies and disability benefits are good.

Most of the respondents agree that leave policies and disability benefits are good.

46
TABLE: 25 RECOMMEND EMPLOYMENT TO FRIEND AT THE ORGANIZATION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 0 0

Agree 74 67

Neutral 31 28

Disagree 5 5

Strongly Disagree 0 0

Total 110 100

CHART: 25

INTERPRETATION:

From the above table it can be interpreted that 67% of the respondents are agreeing that they
would recommend employing to their friends at this organization and 28% of the respondents are
either agreeing or disagree that they would recommend employing to friend at this organization.

Most of the respondents agree that they would recommend employing to their friends at this
organization.

47
TABLE: 26 PERSONAL PROBLEMS DON’T AFFECT WORK AT APARNA PAPER
PROCESSING INDUSTRY PVT. LTD

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 24 22

Agree 45 41

Neutral 41 37

Disagree 0 0

Strongly Disagree 0 0

Total 110 100

CHART: 26

INTERPRETATION:

From the above table it can be interpreted that 41% of the respondents agree that their
personal problems don’t affect their work at the Aparna Paper Processing Industry Pvt. Ltd and
37% of the respondents are either agree or disagree that their personal problems don’t affect their
work at the Aparna Paper Processing Industry Pvt. Ltd. Most of the respondents agree that their
personal problems don’t affect their work at the Aparna Paper Processing Industry Pvt. Ltd.

48
TABLE: 27 HAVE ENOUGH TIME TO DELIVER GOOD CARE TO CUSTOMERS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 31 28

Agree 44 40

Neutral 17 16

Disagree 12 11

Strongly Disagree 6 5

Total 110 100

CHART: 27

INTERPRETATION:

From the above table it can be interpreted that 40% of the respondents are agreeing that they
have enough time to deliver good care to customers and 28% of the respondents are strongly
agreeing that they have enough time to deliver good care to customers.

Most of the respondents agree that they have enough time to deliver good care to customers.

49
TABLE: 28 ENJOY WORKING IN A CHALLENGING ENVIRONMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 29 26

Agree 37 34

Neutral 27 24

Disagree 10 9

Strongly Disagree 7 7

Total 110 100

CHART: 28

INTERPRETATION:

From the above table it can be interpreted that 34% of the respondents are agreeing that they
enjoying working in a challenging environment and 26% of the respondents are strongly
agreeing that they enjoying working in a challenging environment.

Most of the respondents agree that they enjoying working in a challenging environment.

50
TABLE: 29 UNDERSTAND THE NUANCES IN HANDLING DIFFERENT CUSTOMERS
AND ACT ACCORDINGLY

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 23 21

Agree 52 47

Neutral 19 17

Disagree 10 10

Strongly Disagree 6 5

Total 110 100

CHART: 29

INTERPRETATION:

From the above table it can be interpreted that 47% of the respondents are agreeing that they
understand the nuances in handling different customers and act accordingly and 21% of the
respondents are strongly agreeing that they understand the nuances in handling different
customers and act accordingly. Most of the respondents agree that they understand the nuances
in handling different customers and act accordingly.

51
TABLE: 30 STRESS IN APARNA PAPER PROCESSING INDUSTRY PVT. LTD
CAREER HELPS EMPLOYEE TO GROW AND TACKLE IT EASILY

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 32 29

Agree 43 39

Neutral 19 17

Disagree 10 9

Strongly Disagree 6 6

Total 110 100

CHART: 30

INTERPRETATION:

From the above table it can be interpreted that 43% of the respondents agreeing that the
stress in their career helps them to grow and tackle it easily and 32% of the respondents are
strongly agreeing that the stresses in their career helps them to grow and tackle it easily.

Most of the respondents agree that the stress in their career helps them to grow and tackle it
easily.

52
TABLE: 31 FEEL A SENSE OF PRIDE IN DOING APARNA PAPER PROCESSING
INDUSTRY PVT. LTD JOB

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 59 54

Agree 34 31

Neutral 17 15

Disagree 0 0

Strongly Disagree 0 0

Total 110 100

CHART: 31

INTERPRETATION:

From the above table it can be interpreted that 54% of the respondents strongly agree that
they feel a sense of pride in doing their job and 31% of the respondents are agreeing that they
feel a sense of pride in doing their job.

Most of the respondents strongly agree that they feel a sense of pride in doing their job.

53
TABLE: 32 CAN HANDLE CUSTOMERS OF DIFFERENT BEHAVIOR WITH
PATIENCE AND SOLVE PATIENCE PROBLEMS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 30 27

Agree 34 31

Neutral 46 42

Disagree 0 0

Strongly Disagree 0 0

Total 110 100

CHART: 32

INTERPRETATION:

From the above table it can be interpreted that 42% of the respondents are either agreeing or
disagree that they can handle customers of different behaviour with patience and solve their
problems and 31% of the respondents are agreeing that they can handle customers of different
behaviour with patience and solve their problems. Most of the respondents either agree or
disagree that they can handle customers of different behaviour with patience and solve their
problems.

54
TABLE: 33 THE INFRASTRUCTURE FACILITIES IN THE ORGANIZATION ARE
GOOD

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Strongly Agree 77 70

Agree 20 18

Neutral 11 10

Disagree 2 2

Strongly Disagree 0 0

Total 110 100

CHART: 33

INTERPRETATION:

From the above table it can be interpreted that 70% of the respondents strongly agree that
the infrastructure facilities in their organization are good and 18% of the respondents are
agreeing that the infrastructure facilities in their organization are good.

Most of the respondents strongly agree that the infrastructure facilities in their organization
are good.

55
STATISTICAL TOOLS

CHI- SQUARE TEST I – (ψ2)

Chi-square is the sum of the squared difference observed (o) and the expected (e) data (or the
deviation, d), divided by the expected data in all possible categories.

Null hypothesis (Ho1): There is no relationship between qualification and period of service.

Alternate hypothesis (H11): There is relationship between qualification and period of service.

Case Processing Summary

Cases
Valid Missing Total
Percent Percent
N N N Percent
Qualification * 110 100.0 % 0 0.0% 110 100.0%
Period of Service

Qualification * Period of Service Crosstabulation

Period of Service
<3 yrs >5 Yrs 3-5 yrs Total
Qualification Diploma Count 22 0 0 22
Expected Count 7.2 6.4 8.4 22.0
PG Count 0 10 1 11
Expected Count 3.6 3.2 4.2 11.0
Professional Count 0 22 0 22
Expected Count 7.2 6.4 8.4 22.0
UG Count 14 0 41 55
Expected Count 18.0 16.0 21.0 55.0
Total Count 36 32 42 110
Expected Count 36.0 32.0 42.0 110.0

56
Table 34 Chi-Square Tests
Value df Asymptotic Significance (2-sided)
Pearson Chi-Square 155.272 6 .000
Likelihood Ratio 171.219 6 .000
N of Valid Cases 110
a. 3 cells (25.0%) have expected count less than 5.
b. The minimum expected count is 3.20.

Chart 34

Degree of Freedom= (r-1) *(c-1)

= 3*2= 06

At 5% level of significance and df (6) the table value is 155.272

Calculated value (p) = 0.000

Significance = 0.05
Calculated value <significance value
Z= 0.000<0.05
Hence, the alternate hypothesis [H11] is accepted

INFERENCE: Since the calculated value is lesser than the significance value, we accept the
alternate hypothesis and hence there is a relationship between qualification and period of service.

57
ANALYSIS USING KARL PEARSON’S CORRELATION

Correlation analysis is the statistical tool used to measure the degree to which two variables are
linearly related to each other. Correlation measures the degree of association between two
variables.

Null hypothesis (Ho2): There is positive relationship between personal life and work life is
balanced and personal problems don’t affect work at Aparna Paper Processing Industry Pvt. Ltd.

Alternate hypothesis (H12): There is negative relationship between personal life and work life is
balanced and personal problems don’t affect work at Aparna Paper Processing Industry Pvt. Ltd.

Table 36

Correlations

𝐍∑𝐗𝐘 − ∑𝐗∑𝐘
𝒓=
√𝐍∑𝐗𝟐 − (∑𝐗)²√𝐍∑𝐘𝟐 − (∑𝐘)²

Personal life and Personal problems don’t affect

work life is work at Aparna Paper
balanced Processing Industry Pvt. Ltd
Personal life and Pearson Correlation 1 .888
work life is Sig. (2-tailed) .000
balanced N 110 110
Personal problems Pearson Correlation .888 1
don’t affect work Sig. (2-tailed) .000
at Aparna Paper N 110 110
Processing
Industry Pvt. Ltd
Correlation is significant at the 0.01 level (2-tailed).

𝒓 = .888

58
 INFERENCE:

Since r is positive, there is positive relationship between personal life and work life is
balanced and personal problems don’t affect work at Aparna Paper Processing Industry Pvt. Ltd.

ONE-WAY ANOVA CLASSIFICATION

Null hypothesis (Ho3): There is no significance difference between level of employment and
performed well and can count on being promoted.

Alternate hypothesis (H13): There is a significance difference between level of employment and
performed well and can count on being promoted.

Descriptive

LEVEL OF EMPLOYMENT
95% Confidence
Interval for Mean

Std. Std. Lower Upper

N Mean Deviation Error Bound Bound Minimum Maximum
Strongly agree 9 1.00 .000 .000 1.00 1.00 1 1
Agree 68 1.51 .503 .061 1.39 1.64 1 2
Neutral 33 3.00 .000 .000 3.00 3.00 3 3
Total 110 1.92 .825 .079 1.76 2.07 1 3

Tests of Homogeneity of Variances

LEVEL OF EMPLOYMENT
Levene
Statistic df1 df2 Sig.
Level of Based on Mean 23593.500 2 107 .000
employment Based on Median 19.260 2 107 .000
Based on Median and with adjusted df 19.260 2 67.000 .000
Based on trimmed mean 19107.058 2 107 .000

59
Table 35 ANOVA

LEVEL OF EMPLOYMENT

Sum of Squares df Mean Square F Sig.

Between Groups 57.278 2 28.639 180.414 .000
Within Groups 16.985 107 .159
Total 74.264 109

Chart 35
F = 0.000<0.05

Hence, the Alternate hypothesis [H13] is accepted.

INFERENCE:

We can see that the significance level is 0.000 (p = .000), which is less than 0.05, therefore, we
accept the alternate hypothesis and hence there is a relationship between level of employment and
performed well and can count on being promoted.

60
 CHAPTER V
FINDINGS, SUGGESTIONS AND
CONCLUUSION

61
5.1 FINDINGS

● Most of the respondents are male.

● Most of the respondents belong to the age group of less than 30 years.
● Majority of the respondents are undergraduates.
● Most of the respondents are working in the Aparna Paper Processing Industry Pvt. Ltd 3-5
years.
● Most of the respondents are getting salary less than 20000.
● Most of the respondents are working as a junior level employee.
● Majority of the respondents satisfied with the work environment in their organization.
● Most of the respondents are agreeing that they feel their contribution to the organization’s
mission and vision.
● Most of the respondents are agreeing that the Aparna Paper Processing Industry Pvt. Ltd
has given enough authority to make decisions which are taken at their level.
● Most of the respondents are agreeing that they performed well and they can count on
being promoted.
● Most of the respondents are either agreed or disagree that they believe their job is secure.
● Most of the respondents strongly agree that they feel as a part of a team working towards
shared goals.
● Most of the respondents strongly agree that they feel their work is valued at the Aparna
Paper Processing Industry Pvt. Ltd and society
● Most of the respondents are agreeing that the organization given enough recognition for
the work well done by the workers.
● Most of the respondents are disagreeing that the communication from the management are
frequent enough and transparent.
● Most of the respondents are agreeing that the quality service is a top priority at the Aparna
Paper Processing Industry Pvt. Ltd.
● Most of the respondents are agreeing that their superior treats them fairly and gives
adequate support.

● Most of the respondents are agreeing that the initial training provided by the Aparna Paper
Processing Industry Pvt. Ltd is much enough for doing their job well.

62
● Most of the respondents are either agreeing or disagree that they feel their salary is fair for
their responsibilities.
● Most of the respondents agree that they happy with the working hours in the Aparna Paper
Processing Industry Pvt. Ltd.
● Most of the respondents agree that their personal life and work life is balanced.
● Most of the respondents disagree that they are happy with the reward system followed in
their organization.
● Most of the respondents disagree that they satisfied with the insurance policies in the
organization.
● Most of the respondents agree that they would recommend employing to their friends at
this organization.
● Most of the respondents agree that their personal problems don’t affect my work at the
Aparna Paper Processing Industry Pvt. Ltd.
● Most of the respondents agree that they have enough time to deliver good care to customers.
● Most of the respondents agree that they enjoying working in a challenging environment.
● Most of the respondents agree that they understand the nuances in handling different
customers and act accordingly.
● Most of the respondents agree that they enjoying working in a challenging environment.
● Most of the respondents agree that they understand the nuances in handling different
customers and act accordingly.
● Most of the respondents agree that the stress in their career helps them to grow and tackle
it easily.
● Most of the respondents strongly agree that they feel a sense of pride in doing their job.
● Most of the respondents either agree or disagree that they can handle customers of
different behaviour with patience and solve their problems.
● Most of the respondents agree that leave policies and disability benefits are good.
● Most of the respondents strongly agree that the infrastructure facilities in their
organization are good.

63
5.2 SUGGESTIONS

● Management of Aparna Paper Processing Industry Pvt. Ltd can revise their insurance
policies, and the salary level of the employees. This could increase their overall job
satisfaction level of the employees.
● Although the work done well is recognized in Aparna Paper Processing Industry Pvt. Ltd,
employees expect a good reward system too. This will make the to repeat their good work
● Periodical stress management programmes can be conducted to improve their work life
balance.
● Special training can be given to the employees to handle the customers with different
behaviour.
● Management can team meetings to communicate their new plans and processes directly to
the employees once in a month.

5.3 CONCLUSION

Employee satisfaction while generally a positive in your organization, can also be a

downer if mediocre employees stay because they are satisfied with the work environment.
Factors contributing to employee satisfaction include treating employees with respect, providing
regular employee recognition, empowering employees of above industry-average benefits and
compensation period employee perks and company activities and positive management within a
success framework of goals, measurements and expectations.

This study has been undertaken to understand the overall job satisfaction among the
employees in Aparna Paper Processing Industry Pvt. Ltd. For this purpose, responses from the
employees have been collected and analysed. Based upon the findings out of the research, few
valuable suggestions have been given to the management of Aparna Paper Processing Industry
Pvt. Ltd to improve the overall job satisfaction level of the employees

64
ANNEXURE

QUESTIONNAIRE

1. NAME:
2. SEX: A) MALE B) FEMALE
3. AGE: A)<30 B)30 TO 35 C)36 TO 40 D)> 40
4. QUALIFICATION: A)DIPLOMA B)UG C)PG D)PROFESSIONALS 5. PERIOD OF
SERVICE: A)<3YRS B) 3-5YRS C) >5YRS
6. YOUR SALARY RANGES BETWEEN:
A) <20000 B)20000-25000 C)25001-30000 D) >30000
7. IN WHICH LEVEL OF EMPLOYMENT DO YOU BELONG?
A) JUNIOR LEVEL B) MIDDLE LEVEL C) SENIOR LEVEL

KINDLY ANSWER YOUR SATISFACTION LEVEL FOR ALL THE QUESTIONS

AS PER THE SCALE OF RATING GIVEN AGAINST EACH QUESTION.

SA – A – AGREE N - NEUTRAL DA – S DA –
STRONGLY DISAGREE STRONGLY
AGREE DISAGREE

STATEMENT SA A N DA S DA
1 I AM SATISFIED WITH MY WORK ENVIRONMENT IN
MY ORGANIZATION
2 I FEEL I CONTRIBUTE TO ORGANISATION’S MISSION
AND VISION
3 I HAVE GIVEN ENOUGH AUTHORITY TO MAKE
DECISIONS WHICH ARE TAKEN AT MY LEVEL
4 IF I PERFORMED WELL I CAN COUNT ON BEING
PROMOTED
5 I BELIEVE MY JOB IS SECURED
6 I FEEL AS A PART OF TEAM WORKING TOWARDS
SHARED GOALS
7 I FEEL MY WORK IS VALUED AT THE APARNA PAPER
PROCESSING INDUSTRY PVT. LTD AND SOCIETY
8 I AM GIVEN ENOUGH RECOGNITION BY
MANAGEMENT FOR THE WORK THAT IS WELL DONE
9 COMMUNICATION FROM THE MANAGEMENT ARE
FREQUENT ENOUGH AND TRANSPARENT
10 QUALITY SERVICE IS A TOP PRIORITY AT THE APARNA
PAPER PROCESSING INDUSTRY PVT. LTD

65
11 I FEEL THAT MY SUPERIOR TREATS ME FAIRLY AND
GIVES ADEQUATE SUPPORT

66
12 MY INITIAL TRAINING PROVIDED BY APARNA PAPER
PROCESSING INDUSTRY PVT. LTD
IS MUCH ENOUGH FOR DOING MY JOB WELL
13 I FEEL MY SALARY IS FAIR FOR MY RESPONSIBILITIES
14 I AM HAPPY WITH THE WORKING HOURS IN THE
APARNA PAPER PROCESSING INDUSTRY PVT. LTD
15 MY PERSONAL LIFE AND WORK LIFE IS BALANCED
16 I AM HAPPY WITH THE REWARD SYSTEM FOLLOWED
IN MY ORGANIZATION
17 I AM SATISFIED WITH THE INSURANCE POLICIES IN
THE ORGANIZATION
18 LEAVE POLICIES AND DISABILITY BENEFITS ARE
GOOD
19 I WOULD RECOMMEND EMPLOYMENT TO MY FRIEND
AT THIS ORGANIZATION
20 MY PERSONAL PROBLEMS DON’T AFFECT MY WORK
AT APARNA PAPER PROCESSING INDUSTRY PVT. LTD
21 I HAVE ENOUGH TIME TO DELIVER GOOD CARE TO
CUSTOMERS
22 I ENJOY WORKING IN A CHALLENGING
ENVIRONMENT
23 I UNDERSTAND THE NUANCES IN HANDLING
DIFFERENT CUSTOMERS AND ACT ACCORDINGLY
24 MY STRESS IN THIS CAREER HELPS ME TO GROW AND
TACKLE IT EASILY
25 I FEEL A SENSE OF PRIDE IN DOING MY JOB
26 I CAN HANDLE CUSTOMERS OF DIFFERENT BEHAVIOR
WITH PATIENCE AND SOLVE THEIR PROBLEMS
27 THE INFRASTRUCTURE FACILITIES IN MY
ORGANIZATION ARE GOOD

67
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